Archive for Social Response

As an employee in today’s workforce who consistently feels the weighty burden of coming to a job who neither rewards or appreciates you (my opinion solely), this was an excellent analysis of the thought of others and how to rectify this ongoing struggle. I, in no way, direct this at the company I work for, simply care to share my personal thoughts, and do deeply appreciate, though not always my ideal situation, having a job.

A student review of the article Motivating People: Getting Beyond Money from the McKinsey Quarterly:

As an incentive driven employee, financial reimbursement has proven to be a worthwhile approach to boosting my individual work ethic and pushing me to do tasks I normally am in great opposition to. Surprisingly, the article finds that studies show a greater return and minimized financial burden on non-financial motivators. Agreeably, financial gains are most often found to be short-term, as most companies cannot sustain consistent, and often unpredictable, compensation programs for their employees. Within the last four years of working for my current company, I can attest that both bonuses and raises are far from what I first experienced, and understandably, cause tension and aggravation when mentally comparing any and all situations experienced over the time span of employment. Non-financial efforts have been noted, but again, not a follow through or consistent, falling in the mentioned categories of companies that try, but are unsuccessful, at implementing change in motivational structure. These would, thus, cause the damaging unintended consequences the McKinsey Quarterly describes.

With rapid declines in the job market and layoffs in all fields of work, reinforcing cost-based methods that increase overall job satisfaction and effectiveness of employees is more important than ever. One would think companies would see this “cheap” process as a huge money saving method to enhance productivity and lean towards less need for job cuts, but instead if appears businesses look at it as time consuming, and only follow through with stripping workers of all allotted job benefits to work towards. Most employees worry on a daily basis about bringing enough money home in their current job positions to pay their bills, or keeping a job period; employees should be motivated to see personal financial troubles as an inspiration to want to work towards company promotions or jobs with a larger, more stable organization. According to the McKinsey Quarterly, managers offer less employee admiration, task forces are fewer, and talent stimulus is less available. It’s honestly not a surprise our economy is in such a slump with work conditions the way they are and employees utterly unsatisfied. Management’s goal is to inspire its workers to achieve, and from that achievement is the satisfaction necessary to accommodate an environment conducive to a higher degree of work success and personal achievement.

The answer to this begins and ends with management. Businesses may provide training, but actually fears managerial insight, and managers can’t reach a point where they have mastered the ability to make workers work for them, without money involved. If managers aren’t accountable for increasing their ability to see past compensation and more directly focus on dedication, things will lie, as expressed in the article, right where things are, in constant decline with minimal recorded change. More discovery into this described thought process is another underlying matter, of which I personally agree with even more, and that is the time limitations. It’s easier to hide than try, and with no one being held accountable for their actions, or lack of reactions, this continues. This does create a highly damaging void, of which I personally can attest to experiencing more often than I care to admit. Why aren’t we trying to understand what motivates employees to succeed if it is they that support managerial bonuses and keeps our business afloat? If employees were to give less and less of them, as the article eludes managers do, how do we expect our business to sustain itself?

I find that one non-financial motivator particularly is an excellent representation of one way to motivate workers: provide an opportunity to lead. The article explains how this is powerful and inspirational, developing leadership qualities and capabilities, as well as creating a long-term benefit for the company. Employees absolutely feel they are not just another number on a payroll, but an important part of the bigger picture, and more importantly, needed to make the bigger picture a reality. They, too, are part of the future of a company they feel cares for them and have confidence in what they do. As the company invests more time in the expansion of that individual’s knowledge and ability, the employee invests more time and effort as an equal return to their company. It’s a mutually beneficial cycle of positive performance.

The McKinsey Quarterly I found to be extremely accurate in capturing the true sensation of today’s workforce, without bias. It has become harder and harder to get a true reading of the thoughts and feelings of the workforce due to constant fear of job jeopardy or retaliation. To hear from the viewpoint of the employee, as they experience their jobs, was refreshing, since most articles may mention these facts, but tend to lean more on the management facts not addressed by the company, or simply put the employee directly at fault. All in all, the article was very applicable.

I can’t say that on this page you’re going to find anything of substance necessarily, but I try to post one or two monumental findings a month. You’ll find that this page ranges anywhere from awe-exciting photos I’ve found, to tattoos I like, to a video or four. It’s a collection, so to speak, of the things I find online that interest me. This blog is similar, but in a more educational genre, where as my tumblr is strickly fun-induced media.

I can’t be more excited that Gap will not be adopting the newest logo design release.

As a company that I highly favor recently, I’ve been a true advocate of the company making another breakthrough and re-establishing its clothing as a dominate brand in the industry. They have always been strong in bold, yet comfortable, clothing. It’s that step between relaxed wear and professionalism. This is what the company should reflect; a taste of distinction and fashion, without going bankrupt.

Modern is in, and they have what it takes, though their logo fell quite short of this impression. A geometric shape plus the new blue-mod theme just didn’t cut it. I’m not sure who was hired for the design job, but they certainly should be fired, and quick. Anyone with any design experience knows you never deviate in such a bold manner without validation, and in this case, I saw none. Now Gap is requesting free design work… Maybe paying more than you did the first time is the key.

If you’re going to make sure a leap mid-depression in order to save a company that seems to slowly be sinking, it’s a good idea to put forth the extra dollars to do so the RIGHT way. Helvetica… That font alone expresses to me what kind of effort was put for! The most commonly recognized font on the plant?! Helvetica is amazing, but it doesn’t bestow amazing on every company that uses it!! Are they in competition with Belk? (P.S. – I hate Belk’s new logo and slogan as well, but that’s for another blog completely.)

Gap, please try harder. Please do better. Make a strong and dramatic re-release!

Languages aside from English, Spanish particularly, are widely used in our country more and more. Being able to communicate and provide good customer service is difficult when there is a learning gap. We would strike a strong impression on our consumers were we able to demonstrate such a capability that most companies do not possess. This would also open us up to tap into new markets we currently are not capable of communicating effectively with, creating a loss in possible revenue. As a team member with a degree in integrated marketing communications, I understand the value of such a liaison amidst us.

Part 1: FedEx should create tests based on key languages they feel are a beneficial asset to the company. These tests can test the competency of a team member’s talents. Should a team member pass the test, with a pre-determined score or percentage correct, that team member would receive a small raise for their contribution to their team and their company. All team members who pass would be required to wear the drop down on our name badges that state our language competency.

Part 2: Provide team members compensation (a percentage of class and materials paid for, only if certain grades are obtained) for taking FedEx approved courses in foreign languages the company has voted are most used in the United States. This gives team members the opportunity to reach a higher learning, as well as provides a strong service to the company, without too much added expense to the team member. It would be co-beneficial for both parties. These team members would then be asked to take the language tests in order to receive any bonus long term for these capabilities.

My Facebook page belongs to me. It’s set to private, and only people I know have access to its contents. I’d like to say whatever I want to say on it, but somehow, it still doesn’t work out that way. Private property + Facebook = Out the window concept.

I’d like to have comfort in the thought that, as long as it’s not crossing the line, that I could write whatever I wanted to on my page. For example, someone makes me really mad and I just want to vent, so I write something about them and post it was a status update. Well, at least I feel better, right? Too bad it’s not possible. Hackers. Liars. Spies. Dishonesty. Those are all reasons and types of people that steal your private life right out from under you. They deny you of any personal right you MIGHT have had.

What if I paid for my Facebook page? Could it be free then? – I doubt it. People are always going to be assholes. Most people I’ve found are. To find a person I appreciate and respect nowadays… Near impossible. Even people on my Facebook I deem an enemy; Adding you means nothing more than “I feel I have to for purposes and reasons beyond my control” or “It’s the right/polite thing to do” or the rare “I just wanted to follow your page bc it’s the Facebook thing to do”.

I can’t wait until the day I can have somewhere to say what I want to say, and not be crucified for it. I’ll probably be long gone before it ever happens, if there is even any chance in it occurring in the first place. So much for freedom and the personal bubble concept, or even free speech for that matter. It’s all just an intention, not an actual reality. Reality, in reality, is more real than we know, and will come back to bite you.

I encourage all my readers to read the paragraph below, click the link, and sign the petition to protect what will become of this challenge to the way our country and our world transports the goods we rely on day to day.

Join the Wall Street Journal in its stand, along with others, against what is being called “… Political favoritism at its worst, benefiting only UPS and Teamsters while raising transportation costs across the economy“.

“Congress is considering a Federal Aviation Administration reauthorization bill, one version of which includes a UPS-backed provision that would make FedEx Express subject to labor regulations that govern trucking companies instead of regulations that apply to airlines. That change would make it easier for unions to organize certain groups of FedEx Express employees. In an April 26 editorial, the Wall Street Journal strongly criticized the proposed regulatory shift, writing: “If you can’t beat ’em, have Congress hobble ’em. That’s the motto of some in corporate America, and Exhibit A might be United Parcel Service’s campaign to get Washington to impose its labor woes on rival Federal Express. This would be one more union bailout at the expense of business competition and economic efficiency.'” – FedEx Knowledge Network

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